A Team Experience With The Big 5 Model Of Personality, Vroom 's Expectancy Theory

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

The five-factor model (FFM) is a contemporary construct describing personality. It incorporates five traits – openness, conscientiousness, extraversion, agreeableness and neuroticism also referred to as OCEAN. Within each dimension, there are specific personality attributes, for example, openness includes subcategories of feelings and actions. The FFM was influenced by Cattell’s 16-factor model (1957) and shares traits with many other personality theories such as Eysenck’s PEN model. There has been an ongoing debate discussing how many factors appropriately represent the brain structure of personality, suggestions have varied from 2-7, recently Almagor et al. (1995) advocated that a 7-factor model unfolds when evaluative traits are involved. Costa & Mcrae (1992) claim that the FFM is the best theory of personality, however, the model has received much criticism. Through examining different aspects of the model its credibility can be explored.

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

The concept of the Big Five personality traits predicts the individual’s behavior at work. The Big Five personality traits are extroversion, agreeableness, conscientiousness, emotional stability and openness to

The research used the Five-Factor Personality Inventory (FFPI) to contribute to the validity of it, in three different aspects: generalizability and reliability, construct validity, and predictive validity. Overall, 249 participants, 120 males and 129 females, were separate into three different sample groups. The first sample consisted of 23 psychology students who completed the self-ratings. Each of the 23 students was asked to contact five people who knew them well; this made the second sample. The second sample was asked to rate themselves and the person who contacted them. Each member of the second sample was asked to contact a friend that did not belong to the first nor second sample. The third sample of 115 were asked to rate the person

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

In this case, when measuring personality tests, traits such as; conscientiousness or core self-evaluations are likely to relate to job performance across many occupations. Conscientiousness is a person's ability to be dependable, organized, punctual, and to persist in the face of setbacks (van Kampen, 2012). Research indicates that conscientiousness is the personality characteristic

Team C’s personalities are mainly made up of who we are as individuals, and the way we are perceived by everyone else. Personality traits are specialized characteristics that an individual has, which together form a personality (The Lists, 2013). They can be both positive and negative, although judgment of that can be a matter of opinion. Personality traits are things used to describe an individuals behavior as well as a means of measurement in modern psychology. The Big Five are specific traits that are used to describe the human personality. The concept of the Big Five is from the work of Costa and McCrae and since 1992 has become one of the best methods for understanding the

Taking the Personality Dimensions test was very good to gain insight into both the personalities myself and my peers. An increased awareness of how different people work, communicate, and gain their energy is so important in order to be able to appreciate the differences of others, which will ultimately prepare a student for being a more effective worker in a team environment.

Managing by personality type can allow for the achievement challenging goals. Placing extravert personalities on certain task generally yields effective results, and more introverted employees are the stronger suited in project management geared towards leadership roles. Using this knowledge of personality types of team members will make for a successful completion.

Hamilton (2011) describes the “Big Five” effective personality types as: extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Research evidence indicates that the Big Five are consistently related to individual performance (Bhave, Johnson & Kramer, n.d.). For instance, on average, employees high in conscientiousness demonstrate superior job performance across a range of jobs (Bhave, Johnson, Kramer, n.d.). You will work with different personality types; therefore it is important for a leader to understand their team members by using

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

Personality can be thought of as the sum total of ways in which an individual interacts and reacts to other individuals (Stephen & Robbins, 2013). Research has shown that measuring personality is a useful tool in making hiring decisions and helping organizations forecast who is best for each unique position. The Big Five Model Personality Model does a great job of predicting how individuals will behave in a wide range of real-life situations, including in an individual’s work life (Stephen & Robbins, 2013). After taking the assessment, my results showed that I scored highest in openness to experience/intellect and lowest in agreeableness. Though not surprising, these

In the discipline of personality psychology, it is crucial for researchers to conduct studies using universal terms and scales, so that they may effectively compare results and further their line of research. However, when it concerns personality traits, such a comprehensive catalogue has not always been available – in fact, it has taken until up until the late 20th century to develop a list of essential personality traits and create scales that measure these dimensions reliably (John, Naumann, & Soto, 2008). The current set of these widely used traits is called the “Big Five” personality traits, and encompasses five broad dimensions - Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. Of the five, this paper will focus on Conscientiousness, a trait that describes individuals with impulse control who are highly organized, thorough, planful, efficient, responsible, reliable, and dependable, to name just a handful of characteristics associated with the trait (John, Naumann, & Soto, 2008). Those low in the trait, on the other hand, are more frequently careless and irresponsible (McShane & Steen, 2012). Although studies have shown Conscientiousness to be a predictor of various life outcomes such as health and longevity, this paper will focus on the findings that support Conscientiousness as a predictor of job performance and, when one is high in the trait, success in

In reaction to globalization, rapid changes in external environments, and a desire by organizations to remain competitive, organizations have continued to flatten, decentralize, re-engineer their business processes, downsize, and empower their employees. To facilitate these changes and gain a competitive edge, managers are increasingly turning to team structures. The actual team design used to support organizational goals may include such structures as cross functional teams, functional work teams, project teams, self-managed teams, intact work teams, employee participation teams, problem-solving teams, maintenance or support teams, and management teams. Studies shows that in the United States, 82 percent of companies employing